【摘要】：隨著社會(huì)的發(fā)展,科技的進(jìn)步,教育事業(yè)在社會(huì)中的作用也日益的重要,公立大學(xué)是高等教育主要載體,起著主導(dǎo)作用。長(zhǎng)期以來(lái),公立大學(xué)一直以來(lái)是作為公益性事業(yè)來(lái)經(jīng)營(yíng),形成政府單一財(cái)政投入,統(tǒng)一計(jì)劃管理的管理模式,造成公立大學(xué)的激勵(lì)機(jī)制缺乏。 本文主要從行政管理者和大學(xué)教師兩個(gè)群體分別來(lái)研究公立大學(xué)激勵(lì)機(jī)制的優(yōu)化問(wèn)題。主要的思路是,分析影響員工行為選擇的因素,發(fā)現(xiàn)現(xiàn)有的激勵(lì)機(jī)制中存在的問(wèn)題,而后結(jié)合行為選擇的因素來(lái)優(yōu)化激勵(lì)機(jī)制。 首先,大學(xué)行政管理者的作用和意義對(duì)大學(xué)發(fā)展具有非常重要的作用,針對(duì)其建立激勵(lì)的合理制度安排,將有利于提高其工作的積極性,促進(jìn)公立大學(xué)經(jīng)營(yíng)效率的改進(jìn)。本文的研究以委托代理理論為基礎(chǔ),通過(guò)模型的分析,得出影響行政管理者行為選擇的因素,針對(duì)現(xiàn)有的對(duì)行政管理者的激勵(lì)機(jī)制中存在的委托代理問(wèn)題、重教學(xué)輕管理等問(wèn)題,提出對(duì)激勵(lì)機(jī)制的優(yōu)化,主要是從薪酬激勵(lì)的角度進(jìn)行優(yōu)化的,從而達(dá)到代理人即公立大學(xué)行政管理者按照委托人即政府的利益行動(dòng),實(shí)現(xiàn)教育效益最大化。 其次,大學(xué)中除了有行政管理者之外,還有著對(duì)大學(xué)的生存發(fā)展起著決定性作用的另一個(gè)群體,那就是大學(xué)教師群體。本文從大學(xué)教師的職業(yè)與工作特點(diǎn)出發(fā),分析了影響大學(xué)教師行為的各種因素,以勞動(dòng)經(jīng)濟(jì)學(xué)、信息經(jīng)濟(jì)學(xué)、管理經(jīng)濟(jì)學(xué)為分析工具,著重從理論上和制度上,提出了優(yōu)化大學(xué)教師激勵(lì)機(jī)制的方法,其中主要的一個(gè)方法就是將教師的雙重工作任務(wù)進(jìn)行分配,分為教學(xué)為主,科研為主和教學(xué)科研并重的三種類型,而后分別進(jìn)行考核與激勵(lì)。 本文主要側(cè)重的是在薪酬制度上對(duì)公立大學(xué)員工的激勵(lì)機(jī)制的優(yōu)化,對(duì)于其他形式的激勵(lì)機(jī)制沒(méi)有進(jìn)行深入的探討,希望從薪酬制度的優(yōu)化方面對(duì)大學(xué)的員工激勵(lì)機(jī)制做出一點(diǎn)貢獻(xiàn)。
[Abstract]:With the development of society and the progress of science and technology, the role of education in society is becoming increasingly important. Public universities are the main carrier of higher education and play a leading role. For a long time, public universities have been operating as public welfare undertakings, forming a single government financial investment, unified planning management model, resulting in the lack of incentive mechanism of public universities. This paper mainly studies the optimization of incentive mechanism in public universities from two groups of administrators and university teachers. The main idea is to analyze the factors that affect employees' behavior choice, find out the existing problems in the incentive mechanism, and then combine the factors of behavior choice to optimize the incentive mechanism. First of all, the role and significance of university administrators play a very important role in the development of the university. The establishment of a reasonable institutional arrangement of incentives will help to improve the enthusiasm of their work and promote the improvement of the operating efficiency of public universities. Based on the principal-agent theory and the analysis of the model, this paper draws the factors that affect the behavior choice of the administrative manager, aiming at the existing principal-agent problem in the incentive mechanism of the administrative manager. This paper puts forward the optimization of incentive mechanism, which is mainly from the angle of salary incentive, so that the agent, that is, the administrative manager of public university, acts in accordance with the interests of the principal, that is, the government, and so on. To maximize the benefits of education. Secondly, in addition to the administrators, there is another group that plays a decisive role in the survival and development of the university, that is, the group of university teachers. Based on the professional and job characteristics of university teachers, this paper analyzes the factors that affect the behavior of university teachers. The paper takes labor economics, information economics and management economics as the analysis tools, focusing on the theoretical and institutional aspects. This paper puts forward the method of optimizing the incentive mechanism of university teachers. One of the main methods is to divide the dual tasks of teachers into three types: teaching, scientific research and teaching and research. Then the examination and encouragement are carried out respectively. This paper mainly focuses on the optimization of the incentive mechanism of public university staff in the compensation system, and does not deeply discuss the other forms of incentive mechanism. I hope to make some contributions to the incentive mechanism of the university staff from the optimization of the compensation system.
【學(xué)位授予單位】：東北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G647.2

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